Building Healthy Places: How are Community Development Organizations Contributing?

During the past 50 years, community development organizations have worked in low-income communities that face the greatest barriers to good health. While recent changes in the American healthcare system and philanthropic sector provide new opportunities to partner with community development organizations to address health disparities, knowledge of current health-focused strategies and partnerships among local community-based organizations is limited.Through a survey conducted by NeighborWorks America of 242 high-performing community development organizations across the United States, we examine health strategies, partnerships, and services delivered by community development organizations and professionals

White primer permits a corrosion-resistant coating of minimum weight

White primer for coating 2219 aluminum alloy supplies a base for a top coating of enamel. A formulation of pigments and vehicle results in a primer with high corrosion resistance and minimum film thickness

An Exploratory Investigation of Explanations for the Relative Effectiveness of Employee Recruitment Methods

Employee recruitment has become increasingly important to managers in recent years as some occupations face severe shortages and others experience surpluses. Both types of human resource gaps place more pressure on recruitment to provide the right numbers of employees with the required knowledge and skill sets. This increased importance to practioners has led researchers to pay more attention to it as well (Billsberry, 2007; Breaugh, Macan & Grambow, 2008). Previous research suggests that informal recruiting methods (e.g., employee referrals, walk-ins) are more effective than more formal recruiting methods. Two explanations have been offered for the relative effectiveness of recruiting methods. The “realistic information hypothesis” suggests that employees recruited via the more effective methods may have acquired a greater quantity of information, more accurate information, and/or more realistic information (Breaugh, 1981; Zottoli & Wanous, 2000). According to the “individual difference hypothesis” (Saks, 2005), different recruiting methods may attract different types of applicants (Schwab, 1982). There is some empirical support for both hypotheses. Blau (1990) suggested that employees hired via different recruiting methods may be treated differently after hire. Barber (1998) reported that she could find no empirical tests of this hypothesis. Research on the post-hire treatment hypothesis is clearly needed. The purpose of this study is to provide an initial test of the “differential management treatment hypothesis.

Development of corrosion inhibiting white primer final report, 26 jun. - 30 nov. 1964

Corrosion resisting white prime

Antecedents and Outcomes of Employee Benefit Satisfaction: An Updated Model

Previous research on the antecedents and outcomes of employee benefit satisfaction is reviewed. Previous research has suggested a number of antecedents of employee benefit satisfaction, as well as several moderating variables. However, they have not been combined into a single comprehensive model. A comprehensive model incorporating previous research findings is developed with specific hypotheses. There have been four methods of measuring benefit satisfaction in previous research: global measures using single item or short scale measures, measures of several dimensions of benefit satisfaction, measures of degree of satisfaction with specific benefits offered, and measures of dimensions of benefit satisfaction such as satisfaction with benefit quality. Each of these approaches has both strengths and weaknesses. Suggestions for measuring employee benefit satisfaction are offered